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ROI of Talent Management Free Webinar

The implementation of a best-in-class talent management program is a primary concern for many leading organizations. But if your company has a strong commitment to talent development and employee engagement, it has been well-documented that you will consistently out-perform those that do not.

Join Deltek Talent Management own Kathryn Gordon, Sales Manager at Silversoft, to learn how implementing a talent management solution will minimize the time and costs required to manage your workforce.

From Applicant Tracking to Career Development & Succession Planning, a talent management solution will provide your organization improved efficiencies, increased effectiveness and enhanced organizational competitiveness.

Register below to see the recording


Three HR Challenges Every Company Must Overcome

People are your best asset. To sustain a competitive advantage, companies must overcome the three common HR challenges of this year and beyond.

1. Recruitment

What type of person are you looking for? Set a clear person specification. When defining the person specification for your role, be clear and concise on the qualifications and skill set you are looking for to reduce the number of unsuitable applications.

Consider automated screening – If your role does require specific qualifications/skills consider setting up screening questionnaires – these will help you quickly identify candidates that do not meet the criteria needed.

Search your existing candidate/employee database first – As a starting point, consider using your Applicant Tracking System to search your existing candidate/employee database for any candidates (or employees!) that may be suitable for your vacancy.


2. Productivity

Ongoing Training – Training is crucial for new hires to ensure they are familiar with your internal processes as well as with how to perform the duties of their role – but training shouldn’t stop there. As mentioned in thismanagement study guide, regularly review your employees training needs with the introduction of new technology, processes, responsibilities and career opportunities.

Recognition and reward – Recognising and rewarding your employees, whether with an incentive or by simply acknowledging and thanking them for a job well done will encourage repeat performances!

Set SMART goals for your employees – SMART goals are Specific, Measurable, Attainable, Realistic and Time-bound. Employees that clearly understand what is expected of them and how their achievements contribute to the wider organisational goals will naturally be more engaged in the workplace.


3. Retention

Ensure a clear focus on career development – It’s no secret that a lack of career progression and development is a key factor in why employees leave an organisation. Avoid this by encouraging managers to discuss and document career paths for their employees. Once defined, focus on how the employees can start to close the skill/competency gaps between their current role and their goal role through training, development plans or mentoring schemes.

Know who your leavers are, and why they left – Monitor the overall health of your organisation and address trends behind voluntary/involuntary loss of employees.  Analyse the data to see if you need additional training resources, development plans or incentives to keep your top performing employees on board.

How often does your HR team measure its recruitment effectiveness?

Get The Top Ten Recruiting Metrics Every HR Professional Should Measure to learn more. Download ebook below

Consider KPIs As Important As Budgets In Professional Services Firms

Your existing metrics may no longer be enough to determine the success of your company and this is why is of utmost importance that you read about the reasons why.

Questions such as How valuable is your organisation? or What is your company worth? are usually dealt with as they are fairly straightforward financial questions and to find the right answer, you would go back to budgets and profits.

But this is not the only way that a company tracks its value. Business KPI management should come to the fore as is becoming an increasingly important indicator of a business’ value. There are many KPIs that need to be taken into account for Professional Services organisations.

Read more about these important KPI’s HERE

Make sure your Professional Services company is measuring the right KPIs for business success by downloading our free eGuide below.

Professional Services Webinar: Checking the biggest challenges facing firms

How do you plan to take your firm from good to great this year? What goals and objectives will help your firm grow? The new year often gives us a renewed sense of energy and drive to make a change. But, as with many resolutions, they fizzle out before February rolls around. This year is going to be different.

It’s time to check the pulse of your business resolutions. Join us as we take a look at some of the biggest challenges facing firms that are trying to make a change and strategies to make this year the best yet.

During this complimentary webinar, you’ll learn ideas for making the most of your business resolutions in several areas including:

  • Client management planning
  • Better project management
  • Talent management planning
  • Asset management planning
  • Fact-based decision making
  • Effective benchmarking and KPIs


Date: Wednesday, February 24th, 2016
Time: 8 PM South Africa
Duration: 1 hour

Click here to register


Learn How to Manage every Company Most Valuable Asset

Have you ever thought what Talent Management does to your business? We all know that employees are the most valuable asset of every company, but the question remains, do we truly value them?

Firstly, for this we need to establish a Talent Management process in every aspect of our business’ process and culture, from recruitment to performance management and succession planning. Soon it will be clear that the more effectively we manage and value our employees the better ROI we will see. A low staff turnover and increased profitability will also soon be seen. According to a report published by Oxford Economics in 2014, replacing an employee can cost a business up to US50 000.

Learn more about Talent Spotting,  How to Engage your Talent and Talent Management Data in this Deltek Article

Download the e-book ‘Top 10 Recruiting Metrics HR Should Care About’ to get more information on Talent Management metrics.

Keep your HR Data Centralised in one Integrated System

Today’s business environment is very different from the one 20 years ago. Working arrangements have become more flexible and technology has given the opportunity for employees to share information quicker and more easily. This is why a centralised HR system becomes essential to keep all the data as a whole.

In addition, due to Globalization and the nature of all business, many of the employees of these organizations need to work across multiple time zones and employees cannot wait days for information, they will need it right away at their fingertips. Mobile Technology and media platforms have also help in the quick and efficient exchange of information.

As a result, obtaining a system that is role based and have have varying access rights to give the employees the opportunity to access any information wherever and whenever has been of utmost importance. Now, to get the most advantage of such system, the primary focus should be on centralising all the HR Data so it is easily accessible.

However, it is also of utmost importance that once this system is implemented, employees are able to update their personal information, managers can properly enter a team member’s profile and manage their absence and directors can run reports properly, otherwise the data better go back and sit inside cupboards as it was. This is why the proper utilization and implementation of the system becomes extremely important to see high ROI.

Ensuring the correct access rights will free up employee’s time and lower operating costs..Tasks that are duplicated across functions can be addressed and a lot of back and forth, particularly with new starters, can be reduced. For example, new hires can input their information directly which in turn, then interlinks with other relevant information across all systems.

We must also be careful to not underestimate the positive impact this new technology will have on the employee’s experience. A streamlined, efficient solution will reduce stress and time previously wasted on trying to source all relevant information held in multiple locations. In addition, with the data in one integrated system, reporting capabilities improve which enables managers to review the findings and make quicker, more informed business decisions.

In summary, the centralisation of HR data, with the right system, is invaluable if done properly and can benefit those who need access to the information held.

To know more about HR and Talent Management, download the “Retaining your Top Talent”  ebook below

Companies in Motion: What You Can Learn From These Growing Organisations

The Professional Services sector has seen encouraging growth over the last few years. Firms across the consulting, architecture and engineering and legal have seen their level of business and headcount increase as its fastest pace since 2007.

So how have these best in class Professional Services companies managed to grow so successfully? We look at three examples – Hill & Knowlton EMEA Agency, Elden Law Firm and RAMBØLL Consulting Engineering Firm – to see how they have leveraged project-based ERP to solve their key business challenges and increase transparency within their organisations to enable further growth.

Learn how your organisation can follow the lead of these forward-thinking companies with project-based ERP, a strategy for growth and the right behaviour for embracing change.

Find out how three Professional Services companies are using project-based ERP to solve their key business problems. Download eGuide below.

Will Reducing Working Hours Increase Productivity?

During the last year, Swedish companies have been introducing the six hour working day and one company in the UK has decided to take the same approach – spurred on by a challenge from BBC’s The One Show.

The six hour working day concept is designed to increase productivity and give employees a better work life balance. There has been a lot of noise around how this will work (if indeed it will!) which has had many in the UK questioning whether the country will follow in Sweden’s footsteps and if in fact, it is possible to get more done in a shorter period of time.

Read the whole article here

To Download the Retaining your Top Talent Ebook, complete the form below